Nannies and other ‘domestic service employees’ are classified under the Ley de Normas Justas de Trabajo (FLSA) as non-exempt workers. El término empleado no exento se refiere a un trabajador que está sujeto a los términos de la FLSA en cuanto a cuestiones como la compensación por horas extras y la cobertura del salario mínimo, el registro contemporáneo del seguimiento del tiempo y, además Frecuencia de pago de la niñera.Los requisitos de la FLSA se determinan no por el tipo de pago (por hora o salario fijo) sino por el tipo de trabajo que se realiza.
In simple terms, the household employee is required to be paid an hourly wage and is entitled to overtime pay per the provisions of the FLSA. When your household employee receives a “salary” that covers a work week of more than 40 hours, your employment agreement must explicitly state the regular and overtime rates of pay. The team at HWS can help you translate your desired weekly salary into an hourly and overtime rate that protects you and the nanny. Consulte nuestra Calculadora de Tarifa por Hora exclusiva para obtener ayuda.
Es importante tener en cuenta que la FLSA (Ley de Normas Justas de Trabajo) menciona específicamente a los empleados domésticos por hora en la ley como empleados no exentos, cubiertos por las reglas y protecciones de la FLSA. Esta no es una zona gris, sujeta a interpretación individual.
Exempt employees are paid a salary and exempted from these FLSA rules. Typically, only executive, supervisory, professional or outside sales positions are classified as exempt employment. Exempt employment will also include highly skilled computer-related employees and licensed professionals, such as doctors, lawyers, architects, engineers and certified public accountants. Many nanny employers are professional workers, are exempt from FLSA protections, and unintentionally try to craft compensation for their nanny in the same manner that they are compensated.
Employers often believe, incorrectly, that the act of paying a salary makes the employee exempt from overtime rules. However, just as applying the labels “employee” or “contratista independiente” in a work agreement doesn’t determine a worker’s actual status in the eyes of the IRS or the law, the same is true for exempt and non-exempt workers in the eyes of the Department of Labor. La legislación FLSA fue diseñada para cubrir y proteger a tantos trabajadores como sea posible and there is no doubt that nannies are covered under the act.
El Departamento del Trabajo es enérgico en la protección de los derechos de los trabajadores bajo la FLSA. The DOL has, for example, created and published free smart phone apps to help workers independently track the days and hours they work, helping them create their own time and attendance records. Using GPS technology, the records created by these apps are strong evidence when filing a wage and hour claim. New York household workers have a toll free hotline they can consult when they feel they have a grievance over unpaid hours or overtime. These workers are assisted in filing wage and hour complaints. 75% of these complaints settle for cash payments that in 2014 ranged from $5,000 – $100,000 – payments the household employer must make to the employee for a total of $322 million in unpaid wages for Fiscal Year 2019. Wage and hour complaints are also a powerful payroll tax enforcement tool used by state governments to collect unpaid unemployment taxes. More than 35 states have formal information sharing agreements with the Internal Revenue Service para facilitar la recaudación por parte del gobierno federal de impuestos no pagados del Seguro Social y Medicare.
¿Por qué importa esto? There have been many high profile wage disputes involving nannies and failure to make overtime payments and/or to maintain accurate time tracking records. Nannies in these disputes have been awarded large sums of back pay – simply because the employer failed to correctly classify and compensate the nanny in the first place. Google “Daniel Snyder Nanny Overtime” for a real life example. The nanny community in general is well aware of the rules, and we have seen multiple examples of an employee who feels wronged by a termination going on to file a “Wage and Hour” grievance for the unpaid overtime.
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